WORKFORCE PLANNING & DIVERSITY ASSESSMENT TOOL
Preparation and Implementation of Workforce Plans
To achieve positive outcomes for the Western Australian community, it is imperative the public sector workforce is managed effectively. This is identified in a range of crossgovernment documents and strategies such as Strategic Directions for the Public Sector Workforce 2009-2014 and Commissioner’s Circular 2011-02. Strategic Directions contains
38 initiatives addressing challenges the public sector faces; attraction, retention, leadership, capacity building and flexibility in metropolitan and regional Western Australia.
To ensure workforce issues are identified and managed, public sector agencies are required to prepare and implement a Workforce Plan for Public Sector Commission (PSC)
endorsement. A Workforce Plan sets direction for achieving a capable, efficient and effective workforce that meets current and future challenges and provides enhanced service
delivery to the Western Australian community.
Integration of Equal Employment Opportunity Compliance Requirements
Section 145(1) of the Equal Opportunity Act 1984 (the “Act”) requires all agencies to prepare and implement an Equal Employment Opportunity (EEO) Management Plan.
A diverse workforce is an important component of workforce planning. The government remains committed to increasing the profile of diversity groups within the public sector. As
such, a key strategy is the integration of EEO Management Plans within the agency’s broader Workforce Plan. This strategy encourages a fully integrated approach to workforce
planning issues. Agencies need to consider how they can most effectively achieve EEO, diversity and workforce planning outcomes relevant to their business.
This assessment tool will assist agencies to meet the requirements of section 145(2)(a)–(h) of the Act, considered in the broader workforce planning context. As a statutory officer,
the Director of Equal Opportunity in Public Employment must be satisfied with the extent to which agencies meet their obligations under the Act.
This Assessment Tool
PSC has established a workforce planning and diversity advice and consultation service. This assessment tool forms part of a suite of tools designed as a discussion starter
between your agency and PSC. When completed, it also provides a brief inventory of workforce planning strategies and initiatives. The information from this tool will identify areas of
strength for your agency and highlight areas needing improvement. Aligned with our Branch’s brief, we hope that this information will enable greater sharing of workforce planning
information across the public sector.
The tool is arranged around the four phases of our workforce planning model. While the four phases are listed in a particular order, they do not necessarily occur in that order and
you may find yourself moving between them. The four phases also represent a general model for planning – they are not just applicable to workforce planning but apply in a range
of circumstances and to individual strategies themselves.
This tool uses the following developmental scale: Not applicable (NA) – Not applicable to your agency; Not commenced (NC) – Your agency has identified the need to undertake
work in relation to this item but this work has not yet commenced; Needs development (ND) – Your agency has identified and/or commenced work relating to this item, but it
requires further development; Developed (D) – Your agency has an effective strategy or process in place in relation to this item; Highly developed (HD) – Your agency has
advanced strategies or processes in place in relation to this item and may be considered a leader in this area across the public sector.
A dedicated consultant from PSC’s Workforce Planning and Diversity Branch is available to assist with agency workforce planning and diversity priorities. The suite of workforce
planning and diversity tools (of which this assessment tool is a part) is available at www.publicsector.wa.gov.au.
Development scale: Not applicable (NA)--Not commenced (NC)--Needs development (ND)--Developed (D)--Highly developed (HD)
WORKFORCE PLANNING & DIVERSITY ASSESSMENT TOOL
Agency:
Submitting Officer:
Chief Executive Officer:
Contact Number:
In regard to workforce planning, please rate your agency’s level of
development in the following items...
NA NC
ND
D
HD
Please provide commentary/examples for your agency
SCAN & UNDERSTAND
Gaining management support and buy-in
Considering agency goals and functions, client needs, desired outcomes and key
performance indicators within the strategic planning process
Addressing whole of public sector plans and strategies (e.g. Strategic Directions
for the Public Sector Workforce 2009-2014 [Strategic Directions])
Considering internal and external factors such as political, economic,
demographic, technological and environmental changes
Considering longer-term service delivery implications
Analysing workforce strengths, weaknesses, opportunities and threats
Addressing regional workforce needs
Establishing meaningful working relationships with appropriate HR/workforce
planning officers in similar agencies
Establishing meaningful working relationships with central agencies (e.g. PSC,
DTF, Dept Commerce)
Utilising other supporting workforce planning products available from relevant
public, private and community sector agencies
Development scale: Not applicable (NA)--Not commenced (NC)--Needs development (ND)--Developed (D)--Highly developed (HD)
In regard to workforce planning, please rate your agency’s level of
development in the following items...
NA NC
ND
D
HD
Please provide commentary/examples for your agency
Regularly collecting workforce data
*You can address s145(2)(c) (Collection and recording of appropriate information) of the Equal
Opportunity Act 1984 through this item
Profiling your current workforce
ANALYSE & INTERPRET
*You can address s145(2)(c) (Collection and recording of appropriate information) of the Equal
Opportunity Act 1984 through this item
Applying a rigorous quality assurance process for workforce data
Enhancing workforce information systems to provide data/reports to make
informed decisions
Analysing internal and external information that assists with workforce planning
 Workforce demographic data
 Exit interviews
 Skills audit
 Service data
 Workforce forecasting – demand
 Workforce forecasting – supply
 Workforce modeling/scenario planning
Considering the extent to which sector-wide workforce issues, as well as agencyspecific workforce issues, are currently being addressed
Identifying and prioritising key workforce issues
Identifying major skill gaps and workforce surpluses affecting future service
needs
Development scale: Not applicable (NA)--Not commenced (NC)--Needs development (ND)--Developed (D)--Highly developed (HD)
In regard to workforce planning, please rate your agency’s level of
development in the following items...
NA NC
ND
D
HD
Please provide commentary/examples for your agency
Developing and implementing a Plan by consulting with key business units
Developing and implementing strategies aligned to Strategic Directions
1. Attracting a skilled workforce
DEVELOP & IMPLEMENT
2. Retaining valued employees
3. Building the capacity of the public sector
4. Providing strategic leadership
5. Meeting regional needs
6. Ensuring an efficient and flexible public sector
Developing and implementing equity and diversity strategies
*You can address s145(2)(a) (Devising of policies and programs) of the Equal Opportunity Act
1984 through this item
 Women in management
 Indigenous Australians
 People with disability
 People from culturally diverse backgrounds
 Youth and mature workers
Developing and implementing strategies to review personnel practices to identify
and eliminate discriminatory practices
*You can address s145(2)(d) (Review of personnel practices) of the Equal Opportunity Act
1984through this item
Development scale: Not applicable (NA)--Not commenced (NC)--Needs development (ND)--Developed (D)--Highly developed (HD)
DEVELOP & IMPLEMENT
In regard to workforce planning, please rate your agency’s level of
development in the following items...
NA NC
ND
D
HD Please provide commentary/examples for your agency
Developing and implementing strategies to review and amend job descriptions
and competencies to reflect current requirements
Developing and implementing any other workforce planning & diversity strategies
Developing and implementing strategies to communicate the Plan and its
workforce strategies to the agency
*You can address s145(2)(b) (Communication of policies and programs) of the Equal Opportunity
Act 1984 through this item
Ensuring timeframes, responsible officer/s and performance indicators are
attached to each strategy
*You can address s145(2)(e) (Setting of goals or targets) and (h) (Appointment of persons to
implement the provisions) of the Equal Opportunity Act 1984 through this item
Development scale: Not applicable (NA)--Not commenced (NC)--Needs development (ND)--Developed (D)--Highly developed (HD)
In regard to workforce planning, please rate your agency’s level of
development in the following items...
NA NC
ND
D
HD
Please provide commentary/examples for your agency
Monitoring all strategies during implementation through thorough record-keeping
MONITOR & EVALUATE
Monitoring the implementation of initiatives within Strategic Directions
Regularly benchmarking your agency against others (based on service function,
size or local/national/ global businesses)
Regularly reviewing and formally evaluating your strategies and/or Plan
*You can address s145(2)(f) (Evaluation of policies and programs) of the Equal Opportunity Act
1984 through this item
Regularly reviewing/monitoring changes to the internal and external operating
environment
Regularly reporting the Plan’s progress to your agency’s Corporate Executive
(through PSC’s CEO Dashboard Report) and Workforce Planning and Diversity
Oversight Committee
Submitting Workforce Plan for PSC and/or DEOPE endorsement
Amending your strategies and/or Plan, based on evaluation outcomes and
changing circumstances
*You can address s145(2)(g) (Revision and amendment of the Plan) of the Equal Opportunity Act
1984 through this item
Development scale: Not applicable (NA)--Not commenced (NC)--Needs development (ND)--Developed (D)--Highly developed (HD)